Browsing by Subject "workforce"

Now showing 1 - 6 of 6
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    Characterizing Informatics Roles and Needs of Public Health Workers: Results from the Public Health Workforce Interests and Needs Survey
    (Lippincott Williams & Wilkins, 2015-11) Dixon, Brian E.; McFarlane, Timothy D.; Dearth, Shandy; Grannis, Shaun J.; Gibson, P. Joseph; Department of Epidemiology, Richard M. Fairbanks School of Public Health
    Objective: To characterize public health workers who specialize in informatics and to assess informatics-related aspects of the work performed by the public health workforce. Methods (Design, Setting, Participants): Using the nationally representative Public Health Workforce Interests and Needs Survey (PH WINS), we characterized and compared responses from informatics, information technology (IT), clinical and laboratory, and other public health science specialists working in state health agencies. Main Outcome Measures: Demographics, income, education, and agency size were analyzed using descriptive statistics. Weighted medians and interquartile ranges were calculated for responses pertaining to job satisfaction, workplace environment, training needs, and informatics-related competencies. Results: Of 10 246 state health workers, we identified 137 (1.3%) informatics specialists and 419 (4.1%) IT specialists. Overall, informatics specialists are younger, but share many common traits with other public health science roles, including positive attitudes toward their contributions to the mission of public health as well as job satisfaction. Informatics specialists differ demographically from IT specialists, and the 2 groups also differ with respect to salary as well as their distribution across agencies of varying size. All groups identified unmet public health and informatics competency needs, particularly limited training necessary to fully utilize technology for their work. Moreover, all groups indicated a need for greater future emphasis on leveraging electronic health information for public health functions. Conclusions: Findings from the PH WINS establish a framework and baseline measurements that can be leveraged to routinely monitor and evaluate the ineludible expansion and maturation of the public health informatics workforce and can also support assessment of the growth and evolution of informatics training needs for the broader field. Ultimately, such routine evaluations have the potential to guide local and national informatics workforce development policy.
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    Distribution of the head and neck surgical oncology workforce in the United States
    (Wiley, 2022-11) Talwar, Abhinav; Gordon, Alex J.; Bewley, Arnaud F.; Fancy, Tanya; Lydiatt, William M.; Weed, Donald; Moore, Michael G.; Givi, Babak; Otolaryngology -- Head and Neck Surgery, School of Medicine
    Background The recent trends in education and geographic distribution of the head and neck surgery workforce have not been studied extensively. Methods We reviewed publicly available sources to locate all fellowship-trained head and neck surgeons and recent graduates. The number of surgeons in each state was compared against head and neck cancer incidence data from the Centers for Disease Control. Results The number of graduates increased annually by 1 per 100 000 000 people from 2011–2020. The average number of fellowship-trained surgeons per state was 10 (SD: 12). The average number of new head and neck cancer cases per surgeon was 247 (SD: 135). Ten states (20%) had cases >1 SD above the national average/surgeon, while 3 (6%) had cases >1 SD below the national average. Conclusion Head and neck surgeons are located in most states, but not uniformly. Most states have approximately average density of surgeons; however, several states are outliers.
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    Future Needs of the Cybersecurity Workforce
    (ACI, 2022-03-02) Justice, Connie; Sample, Char; Engineering Technology, School of Engineering and Technology
    Expected growth of the job market for cyber security professionals in both the US and the UK remains strong for the foreseeable future. While there are many roles to be found in cyber security, that vary from penetration tester to chief information security officer (CISO). One job of particular interest is security architect. The rise in Zero Trust Architecture (ZTA) implementations, especially in the cloud environment, promises an increase in the demand for these security professionals. A security architect requires a set of knowledge, skills, and abilities covering the responsibility for integrating the various security components to successfully support an organization’s goals. In order to achieve the goal of seamless integrated security, the architect must combine technical skills with business, and interpersonal skills. Many of these same skills are required of the CISO, suggesting that the role of security architect may be a professional stepping-stone to the role of CISO. We expected degreed programs to offer courses in security architecture. Accredited university cyber security programs in the United Kingdom (UK) and the United States of America (USA) were examined for course offerings in security architecture. Results found the majority of programs did not offer a course in security architecture. Considering the role of the universities in preparing C-suite executives, the absence of cyber security architecture offerings is both troubling and surprising.
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    Public Health Workforce Self-Identified Training Needs by Jurisdiction and Job Type
    (Lippincott, Williams & Wilkins, 2018-06-21) Yeager, Valerie A.; Wisniewski, Janna M.; Chapple-McGruder, Theresa; Castrucci, Brian; Gould, Elizabeth; Health Policy and Management, School of Public Health
    Context: Ensuring adequate and appropriate training of the workforce is a crucial priority for governmental public health. This is particularly important, given the diverse backgrounds of the public health workforce; the vast majority (approximately 83%) do not have formal training in public health, and those that do have formal training in public health have limited training in management and other essential organizational skills. Objective: The purpose of this article is to identify training needs among public health workers in specific job types and settings. Design and Participants: This cross section study used 2014 data from the Public Health Workforce Interests and Needs Survey. Qualitative analyses were used to code open-ended responses to questions about training needs. Needs are stratified across job types and jurisdiction. Results: Eight main themes or skill areas were identified with the largest proportion indicating a need for management/leadership skills (28.2%). The second most frequent need was communication skills (21.3%). Across the 9 job types examined, general management skills were either the first or second training need for 7 job types. Among individuals who already have leadership/management positions, budgeting was the most common training need. Conclusions: Findings from this study can inform targeted strategies to address training needs for specific types of employees. Such strategies can influence the efficiency and effectiveness of public health efforts and employee satisfaction. As new public health frameworks–like Public Health 3.0 and the Chief Health Strategist–are advanced nationally, it is necessary to ensure that the workforce has the skills and abilities to implement these frameworks. This is an open-access article distributed under the terms of the Creative Commons Attribution-Non Commercial-No Derivatives License 4.0 (CCBY-NC-ND), where it is permissible to download and share the work provided it is properly cited. The work cannot be changed in any way or used commercially without permission from the journal.
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    Seeking justice, equity, diversity and inclusion in pediatric nephrology
    (Frontiers, 2022-12-12) Seo-Mayer, Patricia; Ashoor, Isa; Hayde, Nicole; Laster, Marciana; Sanderson, Keia; Soranno, Danielle; Wigfall, Delbert; Brown , Denver; Pediatrics, School of Medicine
    Inequity, racism, and health care disparities negatively impact the well-being of children with kidney disease. This review defines social determinants of health and describes how they impact pediatric nephrology care; outlines the specific impact of systemic biases and racism on chronic kidney disease care and transplant outcomes; characterizes and critiques the diversity of the current pediatric nephrology workforce; and aims to provide strategies to acknowledge and dismantle bias, address barriers to care, improve diversity in recruitment, and strengthen the pediatric nephrology community. By recognizing historical and current realities and limitations, we can move forward with strategies to address racism and bias in our field and clinical practices, thereby cultivating inclusive training and practice environments.
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    Sustaining the Pediatric Endocrinology Workforce: Recommendations from the Pediatric Endocrine Society Workforce Task Force
    (Elsevier, 2021-06) Allen, David B.; Aye, Tandy; Boney, Charlotte M.; Eugster, Erica A.; Misra, Madhusmita; Singer, Kanakadurga; Stafford, Diane; Witchel, Selma F.; Zeitler, Philip; Pediatrics, School of Medicine